目的 回顾某公立医院设立出国留学基金后10年来出国学习人员的变化趋势和培养情况,总结出国人员的成长与发展规律,优化人才出国培养.方法 采用自行设计的调查表,收集某公立医院2008-2017年申请医院留学基金出国学习且目前已经学成回院工作的人员信息,对其出国时和回国后的相关数据进行分析.结果 自设立出国留学基金后,医院10年间派出且回院工作的101人,在学术和个人发展等方面取得了一定的成果.结论 医院设立出国留学基金有效促进了青年人才的成长与发展,完善的出国学习管理将有助于人才梯队建设.

健康类科教片是我国科教影视的重要题材.长期积累的丰富科教影视作品为医院健康教育工作提供了有力支持.本文通过对我国健康类科教片发展的简要回顾以及对科教视频资料在医院的多元应用分析,认为应该不断深入挖掘现有科教片资源的健康教育潜能,在制作主体多元化和新媒体应用广泛化的时代背景下,充分发挥科教片在医院健康教育中的作用.

随着医学模式的转变及实施健康中国战略的需要,医务工作者在继续教育中应该加强医学人文的学习.本文以卓越医生所具备的人文素养为研究重点,在继续教育中通过强化青年医师医学人文教育、加强医患沟通、做好宣教工作等措施提高医务工作者的医学人文素养,着力建设具有人文情怀的肿瘤专科医院.

北京大学肿瘤医院运用双因素理论,从激励因素和保健因素着手制定各类政策,提升非在编员工工作积极性.在实际管理中,非在编员工在一定程度上仍然受社会大政策的约束,在医院编制政策限制下,现行的激励政策尚不能吸引和留住高层次医学人才.需要进一步探索适用于非在编员工的激励政策,激发职工工作热情,使其积极投身到工作中.

目的 了解中国2型糖尿病患者掌握的糖尿病相关知识、获取信息的渠道,并呈现患者管理糖尿病的方法、效果和经验.方法 选取38例中国2型糖尿病患者,对其进行一对一半结构式深入访谈,鼓励患者展开疾病叙事.结果 ①患者首次确诊糖尿病呈现出四种情形和三种心理回应模式;②患者对糖尿病的病症成因尚缺乏了解,但对治疗方法较熟悉;获悉途径从单一到多元渠道分布不均;③多数患者采纳了“服药、运动、饮食”三种基本的管理模式,但对疾病管理实施和效果尚不满意.结论 糖尿病改变了患者的生活,疾病管理的本质是配合药物治疗、调整生活方式;患者有强烈的治愈疾病的愿望,但需得到当前社会环境、医疗水平、医患交流以及自我疾病和情绪管理等社会、机构和个人层面的有机配合,从而实现对糖尿病的有效管理和控制.

目的 了解某公立医院新入职员工职业适应性情况,探讨可能影响职业适应性的因素,为优化医院人力资源管理提供合理建议.方法 采用自行设计的问卷,对B医院近一年内入职的所有员工进行问卷调查,对其职业适应性及相关影响因素进行统计学分析.结果 142名新入职员工的总体职业适应性平均为(2.00±0.41)分,职业适应性由好至差的排序依次为:职业选择适应性、职业心态适应性、人际适应性、学习及技能适应性和职业环境适应性.26 ～ 30岁的新入职员工,其总体适应性、学习及技能适应性、职业环境适应性和职业心态适应性弱于其他年龄段员工;在读期间担任过学生干部的新入职员工,其总体适应性、人际适应性、学习及技能适应性和职业心态适应性优于未曾担任过学生干部的新入职员工,上述差异均具有统计学意义(p＜0.05).结论 新入职员工整体职业适应性情况较好,医院在进行人员招聘时应关注员工心理素质,创造良好工作氛围.

目的 通过调查某肿瘤专科医院国际交流现状,分析面临的挑战,提出应对措施,为医院更好地开展外事工作提供参考.方法 全面调查某肿瘤医院2015年至2017年在编职工因公出访和外宾来访情况并进行统计分析.结果 2015年至2017年,肿瘤医院在编职工因公临时出国(境)602人次,因公长期出国(境)55人次;2016年至2017年,医院累计接待外宾来访129人次.国际交流以消化道肿瘤、胸部肿瘤、乳腺癌、淋巴瘤、黑色素瘤等医院重点学科为主.结论 该肿瘤医院国际交流不断发展,但面临资源配置不均衡、合作转化率低、成果分享不足、政策知晓度有待提高等挑战,医院将通过加强整体规划、优化外事管理、扩大政策宣传等措施综合应对.

Objective To review and analyze the changing trend and characteristics of oversea study in the hospital from 2007 to 2016,and to propose the improvement measures of oversea study.Methods With the methods of Dynamic series,absolute logarithm and relative number,analyzing the number,gender,age,education and title,etc.Results The proportion of male and female students abroad is similar.31 to 35 years old staff (37.19％),doctoral degree staff (87.60％),vice-high-level professors (47.93％),physician positions (85.95％),based on the unit (95.04％),sending the country to the United States (76.03％),and sending time to 7～ 12 months (71.90％) are the largest proportion.Charateristic index increase rate of personnel studying abroad appears different trend.Conclusion The hospital will strengthen the management of overseas study through expanding the channel of sponsored,encouraging pharmacists,nurses and technicians to study abroad,scientifically selecting personnels and improving elaboration management,etc.

海外人才是人力资本的重要生力军,尤其在医疗卫生行业,海外人才具有国际视野、先进理念、前沿技术,能够有效提升医院的学科建设水平,促进医疗服务的发展.本文基于海外留学人员激励模型探索医院海外人才引进工作,提出从制定具有竞争力的薪酬体系;坚持“以人为本”,提供良好的工作环境;搭建平台、重视引进人才的个人发展三个方面开展人才引进工作,有效提升了医院海外人才引进工作的可获得性与有效性,促进医院的可持续发展.

Objective To evaluate the qualification of nurses and the effect ofrecruitment so as to improve therecruitment and training of nurses. Methods The qualification of nurses recruited from 2011 to 2013 were evaluated by head nurses and nursing teachers of each department through questionnaires. Results The comprehensive qualification of nurses recruited in recent years was high and overall satisfaction reached 80%. The score of basic individual quality was the highest (average score of each item>3.50). Scores of theoretical knowledge and working ability were also high, whereas scores of research ability (3.17±0.70) and nursing management (3.14±0.56) were lowest. Differences of scores of theoretical knowledge, working ability and developing potential between undergraduatesand junior college students were statistically significant (P<0.05). Conclusion A comprehensive assessment of candidates should be made in recruitment and more attention should be attached to career management and training of nurses. A good assessment mechanism should be established to improve nurses' comprehensive quality and to ensure the sustainable development of nursing talents.

This article established acompetency model of hospital management cadres through behavioral event interview, literature research, questionnaire and benchmarking, and research on hospital management cadres training system was conducted based on the competency model. The purpose of this research was to solve the current problems existing in the training process, to improve the effectiveness of training and toenhance the overall quality of cadres through building a complete system of hospital management cadres training system.

In recent years,doctor-patient conflicts occurred frequently in China.It is crucially important to raise medical students' awareness and understanding on the nature of doctor-patient communication and improve their communicative competences.In order to investigate the current situation of communication between doctors and patients of chronic diseases and generate implications on teaching medical students about doctor-patient communication,this study explored type 2 diabetes patients' perceptions and expectations of their communication with doctors.16 Chinese diabetes type 2 patients were enrolled.Semi-structured one-to-one in-depth interviews were conducted.Subjects were encouraged to expand their narration on communication with their doctors.Interview results shows that patients' general evaluation on doctor-patient communication is positive,however dissatisfaction exists in areas including the contemporary medical system,medical advancement,doctor competence,doctor' s attitudes,and manner of communication.It is concluded that communication between diabetes type 2 patients and their doctors is found problematic in two aspects:task-focused behaviors are in need of refinement and enrichment,as the current information exchange is found to be far from enough;the social-emotional behaviors are totally neglected in communication.Suggestions on educating medical students and improving their communication competences are generated from the study.

Objective To compare and evaluate fractional flow reserve (FFR) by intravenous infusion of adenosine 5’-triphosphate (ATP) through femoral veins and hand dosal veins. To find the feasibility of measuring FFR through ATP infusion at hand dosal veins. Methods A total of 27 patients receiving coronary angiography (CAG) were enrolled. FFR was measured by intravenous injection of ATP through femoral veins and hand dosal veins separately in 31 stenosed coronary arteries. Results A linear correlation between ATP infusion measuring FFR through femoral and hand dosal veins was observed. Heart rates, PR intervals and side effects were of no difference between the 2 routes of ATP infusion (P=0.79, P=0.56, P=0.85). It indicated that ATP infusion[160μg/(kg·min)]measuring FFR through hand dosal veins was compatable to which measuring FFR though femoral veins (y=0.945x+0.0043, R2=0.904, P=0.001). Compared with ATP infusion by femoral vein[from (53.7±15.8) s to (58.2±11.6) s], the time to FFR by infusion ATP measurement by hand dosal veins was longer[(48.7±17.9) s, P=0.015]. Conclusions The FFR measurement through ATP infusion at hand dosal veins has similar results with the FFR measured by femoral veins ATP infusion.

In order to find the best way to reform medical English teaching,the authors carried out a questionnaire investigation in 714 clinical medicine-major undergraduates on their needs of medical English learning.The needs analysis shows that these clinical medicine college students have a clear purpose for medical English learning but are weakly motivated for medical English learning; they have a stronger need to improve their reading,listening,speaking,and writing ability in medical English but a weaker one for translation.They have also shown preferences for different aspects in the teaching set-up of the medical English course.

Stratified random sampling method was used to extract 5 tertiary general hospitals and 5 secondary general hospitals as the research object in Harbin.The status of patient safety management in Emergency Department is researched from 6 aspects,which are human resource management,workload,core-systems,communication and collaboration,first-aid facilities management,and medical error management.